scholarly journals Analisis Faktor-Faktor Yang Mempengaruhi Kepuasan Kerja Dan Kinerja Tenaga Kesehatan

2019 ◽  
Vol 24 (2) ◽  
pp. 193
Author(s):  
Ayu Eka Aryawati Mariani, Oka Suryadinatha Gorda
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
High Performance ◽  
Work Motivation ◽  
Health Workers ◽  
Spiritual Leadership ◽  
Partial Least Square ◽  
Least Square ◽  
Spiritual Values ◽  
Nurses And Midwives

Leadership in the workplace is inseparable from spiritual values; therefore, it is very important to instill spiritual moral values for all employees. Nurses and midwives as part of human resources must have high performance and job satisfaction in order to support the achievement of the stated goals by the hospital. This study aims to determine the effect of spiritual leadership, employee engagement, work motivation, and job satisfaction on the performance of health workers in Dharma Yadnya Hospital. This study uses a quantitative approach. The scope of this study is identified as all the employees of Dharma Yadnya Hospital with the sample are 65 respondents. Data was collected by using questionnaires and processed with Partial Least Square (PLS) software. The results of this study showed that spiritual leadership, employee engagement, work motivation have significant effect on the performance and job satisfaction of health workers.

scholarly journals Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement

2021 ◽  
Vol 19 (3) ◽  
pp. 162-174
Author(s):  
Setyo Riyanto ◽  
Endri Endri ◽  
Novita Herlisha
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Motivation ◽  
System Development ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Improve Performance ◽  
Managerial Implications

Technological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results. AcknowledgmentThis study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta.

scholarly journals Kepemimpinan Spiritual dan Reward Terhadap Kinerja Pegawai Melalui Kualitas Kehidupan Kerja Dan Kepuasan Kerja sebagai Variabel Intervenin

2020 ◽  
Vol 21 (2) ◽  
pp. 136-148
Author(s):  
Padmayuda Tri Rachmawan ◽  
◽  
Dwi Nita Aryani ◽  
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Spiritual Leadership ◽  
Least Square Method ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Quality Of Work Life ◽  
Quality Of Work

The purpose of this study is to analyze the influence spiritual leadership and reward toward employee performance with quality of work life and job satisfaction as mediating variable. The object of research in this study is Pasuruan Regency Transportation Office. Data analysis uses the Partial Least Square method with the software of SmartPLS. Data is collected by distibuting questionnaire to all of 86 staff as the respondents. The results show Spiritual leadership does not affect the employee performance; reward has no effect on employee performance; Spiritual leadership does not affect employee performance mediated by the quality of work life; Reward cannot influence employee performance through the quality of work life as a mediating variable; Spiritual leadership does not have an effect on employee performance which is mediated by quality of work life; the indirect effect between reward on employee performance through mediating job satisfaction is significant; The quality of work life has insignificant effect on employee performance; Job satisfaction has a positive and significant effect on employee performance. The results give significant implications on practice and literature on the influence of spiritual leadership and reward on performance. This research provides information that can be used as a guideline for the Pasuruan Communication Office to increase employee satisfaction and performance

scholarly journals Intention to quit amongst Generation Y academics in higher education

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Anecia Robyn ◽  
Ronel Du Preez
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Employee Engagement ◽  
Generation Y ◽  
Education Institution ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Measurement Instruments ◽  
Ex Post

Orientation: For a higher education institution (HEI) to maintain a long-term trajectory of excellence, a strong focus on retaining a younger generation of skilled academics is needed.Research purpose: The purpose of this study was to investigate intention to quit amongst Generation Y academics in HEIs.Motivation for the study: Higher education institutions are more dependent on the abilities and commitment of their staff than most other organisations. More than 4000 academics will retire and need to be replaced by 2018, providing justification for the study of intention to quit of academics.Research design, approach and method: An ex post facto quantitative research design was followed. Academics at six HEIs in South Africa were sampled. Measurement instruments included abridged versions of the Utrecht Work Engagement Scale, Multifactor Leadership Questionnaire, Arnold and Feldman Intention to Quit Scale, Job Descriptive Scale and Chew’s reward scale.Main findings: Employee engagement, job satisfaction, remuneration, reward, recognition and transformational leadership were significantly related to intention to quit. In the partial model, three of these variables explained 45% of the variance in intention to quit. Partial least square path modelling revealed that employee engagement and job satisfaction have significant negative impacts on intention to quit.Practical/managerial implications: The findings serve as input for the development of efficacious strategies to retain Generation Y academics at HEIs in South Africa.Contribution/value-add: This study contributes to our knowledge of intention to quit amongst Generation Y academics. It provides evidence of the complexity and inter-relatedness of variables in the phenomenological network of intention to quit.

scholarly journals THE EFFECT OF ORGANIZATIONAL COMMUNICATION AND JOB SATISFACTION ON EMPLOYEE ENGAGEMENT AND EMPLOYEE PERFORMANCE AT PT. ABYOR INTERNATIONAL

2020 ◽  
Vol 1 (4) ◽  
pp. 479-489
Author(s):  
Febrial Eka ◽  
Herminingsih Anik
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Employee Engagement ◽  
Employee Performance ◽  
Secondary Data ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Sample Method

This study aims to analyze the effect of organizational communication and job satisfaction, on employee engagement and employee performance. The research data used are primary data derived from questionnaires and secondary data derived from company data. The sample method used is the nonprobability method. The population comes from all employees of PT. Abyor International which is still active in September 2019. The analytical method used in this study is the Partial Least Square (PLS) Structured Equation Model (SEM) using Smart PLS version 3.0. The results showed that organizational communication and job satisfaction had a positive and significant effect to employee engagement. Organizational communication and job satisfaction have no significant effect to employee performance. Employee engagement has a positive and significant effect to employee performance. Employee engagement becomes mediator for organizational communication and job satisfaction variables in influencing employee performance.

scholarly journals The Effect of Employee Engagement and Job Satisfaction on Workforce Agility Through Talent Management in Public Transportation Companies

2021 ◽  
Vol 36 (2) ◽  
pp. 212
Author(s):  
Ahmad Azmy
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Public Transportation ◽  
Talent Management ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Workforce Agility ◽  
Employee Competencies

This study aimed to analyzed employee engagement and job satisfaction with workforce agility through talent management as a mediating variable. The object of research was carried out at one of the public transportation companies. The number of respondents was 100 people. This research is purposive because it is following the research needs. The analysis tool uses the Partial Least Square (PLS) method. It aims to analyze specifically the variables and indicators that affect workforce agility. The results showed that employee engagement and job satisfaction had a positive effect on workforce agility. The role of talent management as a mediating variable affects workforce agility. Organizations must maximize the role of talent management to prepare employee competencies according to business challenges. The implementation of employee engagement and job satisfaction will make employees more agile, responsive, and have high initiatives to generate business innovation. Job satisfaction is very much needed in maintaining performance stability. The business process is very dependent on how the role and involvement of employees in executing the business plan. The four variables explain that workforce agility makes employee responsiveness higher in advancing the company's business. Therefore, organizations must be responsive and adaptive in empowering human resources optimally

scholarly journals The effect Of Employee Engagement and Emotional Intelligent on Organizational Commitment by Job Satisfaction as Mediate Variable Case in Employee Of Islamic Education Institution

2021 ◽  
Vol 7 (1) ◽  
pp. 460
Author(s):  
Fatmah Bagis ◽  
Akhmad Darmawan ◽  
Mastur Mujib Ikhsani ◽  
Purnadi Purnadi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Education Institution ◽  
Partial Least Square ◽  
Least Square ◽  
Islamic Education ◽  
Management Level

This study explain about the effect employee engagement and emotional intelligence on organizational commitment where job satisfaction is used as mediation variable. The method used in this study is case study on employee of Islamic education institution in Purwokerto. Questionnaires were administered to 100 employees from the management level to the staff level as the respondent. The analysis PLS (Partial Least Square) were used in this study. The results showed that Employee Engagement has no significant effect on Job Satisfaction, Emotional Intelligence has significant effect on Job Satisfaction. The results also showed that Job Satisfaction and Emotional Intelligence has no significant effect to organizational commitment, Employee Engagement has significant effect on organizational commitment. And the result showed that Job Satisfaction cannot mediate between Employee Engagement on Organizational Commitment, also cannot mediate Emotional Intelligence on Organizational Commitment.

scholarly journals THE EFFECT OF WORK INTERFERE FAMILY AND FAMILY INTERFERE WORK ON COMMITMENTS THROUGH SATISFACTION AND MOTIVATION

2021 ◽  
Vol 5 (1) ◽  
pp. 1-12
Author(s):  
Denis Fidita Karya ◽  
Reizano Amri Rasyid ◽  
Candraningrat Candraningrat
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Female Entrepreneurs ◽  
Work Family ◽  
Data Collection Technique ◽  
The City

This research was conducted to determine how the influence of work-family conflict (WFC), which consists of work interfere conflict (WIF) and family interfere conflict (FIW) factors on organizational commitment through the mediation of job satisfaction and work motivation on women entrepreneurs in Surabaya.  The data collection technique in this study is a survey method using a questionnaire instrument filled out by respondents.  The population in this study were all female entrepreneurs in the city of Surabaya.  The number of samples in this study was 310 people.  In this study, the data analysis method used was Partial Least Square (PLS) with SmartPLS 2.0 software.  The results of the research are expected that WIF and FIW negatively affect entrepreneurial commitment through mediating job satisfaction and work motivation.

scholarly journals The Role of Work Motivation and Job Satisfaction in Creating Employee Performance (Study on Permanent Lecturers of STIE Indonesia Banking School)

2017 ◽  
Vol 9 (1) ◽  
pp. 24
Author(s):  
Santi Rimadias ◽  
Ossi Ferli ◽  
Fajar Hertingkir
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Performance Study ◽  
Extrinsic Factors ◽  
Intrinsic Factors ◽  
Positive Effect

This research aims to determine the role of work motivation (intrinsic and extrinsic factors) and job satisfaction as an employee performance maker on STIE Indonesia Banking School permanent lecturers. The population in this study were all STIE Indonesia Banking School permanent lecturers in 2015. We conducted a survey and the respondents was taken from STIE Indonesia Banking School permanent lecturers for 31 respondents. We used questionnaire method to collect information from the respondents. Data were analyzed using Partial Least Square (PLS) with Smart PLS 3.0 software. The results showed that intrinsic factors and extrinsic factors has a positive effect on job satisfaction, furthermore intrinsic factors has a positive effect on employee performance. Whereas extrinsic factors and job satisfaction has no effect on employee performance.

scholarly journals The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

2021 ◽  
Vol 2 (9) ◽  
pp. 634-647
Author(s):  
Dinda Mauliddya
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Quantitative Research ◽  
Affective Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Significant Positive Effect ◽  
Sample Technique ◽  
Saturated Sample ◽  
Positive Effect

The purpose of this study was to determine the effect of employee engagement on job satisfaction through affective commitment in employees of PT. Ultra Medika Surabaya. The type of this research is quantitative research with saturated sample technique supported by a sample of 30 employees at PT. Ultra Medika Surabaya. The results of statistical analysis of this study using PLS (Partial Least Square) with PLS 6.0 warp software prove that employee engagement and affective commitment have a significant positive effect on job satisfaction, while employee engagement has a significant positive effect on affective commitment.

scholarly journals PENGARUH MOTIVASI KERJA TERHADAP KOMITMEN AFEKTIF DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIATOR DI HOTEL X

KINERJA ◽  
2016 ◽  
Vol 20 (2) ◽  
pp. 95
Author(s):  
Agung Harianto
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Work Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Technique ◽  
Positive Effect

AbstractThis research is quantitative. The analysis technique used in this study is a partial least square (PLS). The results showed that working motivation has a positive and significant impact on Job Satisfaction, and also has a positive and significant impact on Affective Commitment. While job satisfaction has positive effect but not significant to Affective Commitment, Job Satisfaction proven that is not a variable intermediary between Work Motivation and Affective Commitment.Keywords: Work Motivation, Job Satisfaction, Affective Commitment

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